Reporting-time concerns become more prevalent as colder weather approaches. Winter storms, ice and other conditions can rapidly change a company's outlook on staying open during a given day.

Reporting-time pay, requiring that employee attendance be compensated even if the business doesn't open or closes early, isn't enforced in the Fair Labor Standards Act. But nine jurisdictions have reporting-time pay laws, and labor agreements and contracts may also include them, according to the Society for Human Resource Management.

These laws apply only to hourly, non-exempt workers. Salaried employees are generally paid as long as they are ready, willing and able to work, even if their business doesn't open on a given day.

Because state laws vary so widely with regards to reporting-time pay, reviewing the regulations for each jurisdiction is a good place to start. A primer listing the states where these laws apply is available from the Labor Law Center.

Making sure knowledge of reporting-time laws is up to date and even consulting with counsel experienced in labor law is a prudent move for employers. Maintaining accurate contact information and creating a phone tree, as simple as it may seem, will help employers be better prepared for severe weather.

Using employee management software will pay off when keeping track of issues like reporting-time pay, overtime and breaks.

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